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Leah Hollis

For more detailed information on workplace bullying or for a calendar of upcoming webinars on the topic, visit Dr. Leah P. Hollis is the host of the webinars and she is president and founder of Patricia Berkly LLC, a diversity training and consulting group which assists organizations is staying compliant with EEOC guidelines. Check out Dr. Hollis’ recent book Unequal Opportunity: Fired without cause, Filing with the EEOC on

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Avoiding Bullies in the Executive Talent Acquisition Process

by Nov 2, 2011, 5:00 am ET

from "Miss Blackflag" on flickrThere’ve been comments about how the role of the HR professional is to protect the organization, not the individual. Whether the complaint is regarding budgets, restructuring, or harassment, HR staff members are typically charged with being the facilitator who shields the organization through tumultuous times. Aligning with the mission of serve and protect the organization, recruiters can be a front line which can prevent the bully from invading a workplace environment.

Different workplace arenas tend to attract different personality types. While educators and social organizations tend to attract those with “helping” personalities, corporate cultures tend to reward a more “assertive” personality.

With this in mind, recruiters can keep an eye out for the appropriate personalities for open positions, as well as learn some of the characteristics of a bully, ultimately avoiding recruiting them into an organization in the first place.

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